Problem-solving interview questions and

answers
Use these sample problem-solving interview questions to
discover how candidates approach complex situations and
if they can provide effective solutions.

10 good problem-solving interview questions

1) Describe a time when you had to solve a problem
without managerial input. How did you handle it, and
what was the result?
2) Give an example of a time when you identified and
fixed a problem before it became urgent.
3) Share a situation where you predicted a problem with
a stakeholder. How did you prevent it from
escalating?
4) Describe a time when you faced challenges in doing
your job efficiently. How did you overcome them?
5) Recall a time when you successfully used crisis-
management skills.
6) How would you handle a new project with great
revenue potential but potential legal implications for
the company?
7) How do you determine when to solve a problem on
your own or ask for help?
8) Describe a time when you faced a difficult situation
at work that required critical thinking and decision-
making under pressure.
9) Have you ever used intuition or prior experience to
 anticipate and address a problem effectively? Provide
an example.
10) Share an example of a project or task that
initially seemed overwhelming. How did you approach
it, and what strategies did you use to ensure
successful completion?

1. Describe a time when you had to solve a problem

without managerial input. How did you handle it, and what
was the result?

This question assesses candidates’ ability to take

initiative and solve problems independently. Look for their
problem-solving approach, the actions they took, and the
outcome of their efforts.

Sample answer:

“In my previous role, we encountered a sudden technical

issue that disrupted our operations. As the team lead, I
gathered all available information, analyzed the root
cause, and facilitated a brainstorming session with the
team. We implemented a temporary workaround and
collaborated with the IT department to resolve the issue.
Our proactive approach ensured minimal disruption, and
we were able to restore normal operations within 24
hours.”

2. Give an example of a time when you identified and fixed

a problem before it became urgent.

This question evaluates candidates’ ability to anticipate

and address problems proactively. Look for their ability to
identify potential issues and take preventive measures.

Sample answer:
“While working as a project manager, I noticed a potential
bottleneck in our production process that could have led
to delays if left unaddressed. I conducted a thorough
analysis, identified the root cause, and proposed process
improvements. By implementing these changes
proactively, we eliminated the bottleneck and increased
efficiency. As a result, we consistently met project
deadlines, and our team’s productivity significantly
improved.”

3. Share a situation where you predicted a problem with a

stakeholder. How did you prevent it from escalating?

This question assesses candidates’ ability to identify and

mitigate potential conflicts. Look for their communication
and problem-solving skills in managing stakeholder
relationships.

Sample answer:

“While working on a cross-functional project, I anticipated

a miscommunication issue that could arise with a key
stakeholder due to conflicting expectations. I scheduled a
meeting with the stakeholder, listened to their concerns,
and facilitated a discussion among the team members. By
proactively addressing the issue, we established clear
communication channels, built trust, and ensured a
smooth collaboration throughout the project.”

4. Describe a time when you faced challenges in doing

your job efficiently. How did you overcome them?

This question evaluates candidates’ ability to handle

challenges and find solutions to improve efficiency. Look
for their problem-solving strategies and their adaptability
to overcome obstacles.

Sample answer:

“In a previous role, I faced a situation where the workload

significantly increased due to unexpected circumstances.
To maintain efficiency, I assessed the situation, identified
tasks that could be delegated, and communicated with my
colleagues to seek their support. By redistributing
responsibilities and fostering a collaborative environment,
we successfully managed the increased workload without
compromising quality or missing deadlines.”

5. Recall a time when you successfully used crisis-

management skills.

This question assesses candidates’ ability to remain calm

and make effective decisions under pressure. Look for
their problem-solving approach and their ability to handle
high-stress situations.

Sample answer:

“In a previous role as a customer service representative,

we experienced a sudden surge in customer complaints
due to a product quality issue. I quickly coordinated with
relevant departments, identified the root cause, and
developed an action plan. By prioritizing urgent cases,
maintaining open communication with affected
customers, and providing timely updates, we regained
customer satisfaction and prevented further damage to
our brand reputation.”

6. How would you handle a new project with great revenue

potential but potential legal implications for the company?

This question assesses candidates’ ability to balance

potential risks and rewards. Look for their ethical
considerations, problem-solving approach, and willingness
to seek guidance when faced with legal implications.

Sample answer:

“If faced with a project that carries both revenue potential

and potential legal implications, I would approach it with
caution and thorough evaluation. I would research and
seek legal guidance to fully understand the implications
and compliance requirements. I would then collaborate
with legal experts, cross-functional teams, and
stakeholders to develop a comprehensive plan that
minimizes legal risks while maximizing revenue potential.”

7. How do you determine when to solve a problem on your

own or ask for help?

This question assesses candidates’ judgment and

collaboration skills. Look for their ability to assess
situations and make decisions about when to seek
assistance.

Sample answer:

“When faced with a problem, I first evaluate its complexity

and impact on the project or task at hand. If it’s within my
capabilities and doesn’t significantly hinder progress, I
take the initiative to solve it on my own. However, if the
problem is complex or could have a significant impact, I
believe in seeking help from relevant team members or
subject matter experts. Collaboration often leads to more
comprehensive and effective solutions.”

8. Describe a time when you faced a difficult situation at

work that required critical thinking and decision-making
under pressure.

This question assesses candidates’ ability to think

critically and make sound decisions in challenging
situations. Look for their problem-solving approach,
decision-making process, and the outcomes of their
decisions.

Sample answer:

“In a previous role, I faced a tight deadline for a project

with limited resources. It required careful resource
allocation and prioritization. I gathered all available data,
analyzed the project requirements, and consulted with
team members. Through strategic planning and effective
delegation, we managed to complete the project
successfully within the given timeframe, exceeding client
expectations.”

9. Have you ever used intuition or prior experience to

anticipate and address a problem effectively? Provide an
example.

This question assesses candidates’ ability to leverage

intuition and past experiences to navigate problem-solving
situations. Look for their ability to reflect on past
situations, apply lessons learned, and make informed
decisions.

Sample answer:

“In a previous role, I noticed a recurring issue in our

supply chain that had caused delays in the past. Drawing
upon my prior experience, I anticipated the problem and
suggested process improvements to streamline the supply
chain. By implementing these changes, we minimized
delays and improved overall efficiency, resulting in cost
savings for the company.”

10. Share an example of a project or task that initially

seemed overwhelming. How did you approach it, and what
strategies did you use to ensure successful completion?

This question assesses candidates’ ability to tackle

complex projects and break them down into manageable
tasks. Look for their problem-solving approach,
organization skills, and ability to persevere in the face of
challenges.

Sample answer:

“I once undertook a project that involved a significant

amount of data analysis and reporting within a tight
deadline. Initially, it felt overwhelming, but I broke it down
into smaller tasks and created a detailed timeline. I
prioritized the most critical aspects and sought
assistance from colleagues with specialized skills.
Through effective time management, collaboration, and
diligent effort, we successfully completed the project on
time and delivered high-quality results.

Why you should ask candidates problem-solving interview

questions

Employees will face challenges in their job. Before you

decide on your next hire, use your interview process to
evaluate how candidates approach difficult situations.

Problem-solving interview questions show how

candidates:

 Approach complex issues

 Analyze data to understand the root of the problem
 Perform under stressful and unexpected situations
 React when their beliefs are challenged

Identify candidates who are results-oriented with

interview questions that assess problem-solving skills.
Look for analytical and spherical thinkers with the
potential for technical problem solving.

Potential hires who recognize a problem, or predict one

could potentially occur, will stand out. Candidates should
also demonstrate how they would fix the issue, and
prevent it from occurring again.

These sample problem-solving interview questions apply

to all positions, regardless of industry or seniority level.
You can use the following questions to gauge your
candidates’ way of thinking in difficult situations:

Tips to assess problem-solving skills in interviews

 During your interviews, use hypothetical scenarios

that are likely to occur on the job. It’s best to avoid
unrealistic problems that aren’t relevant to your
company.
 Examine how candidates approach a problem step-by-
step: from identifying and analyzing the issue to
comparing alternatives and choosing the most
effective solution.
 Pay attention to candidates who provide innovative
solutions. Creative minds can contribute fresh
perspectives that add value to your company.
 When problems arise, employees should show
commitment and a can-do attitude. Test candidates’
problem-solving skills in past situations. If they were
determined to find the best solution as soon as
possible, they will be great hires.
 Most complex situations require a team effort.
Candidates’ previous experiences will show you how
they collaborated with their colleagues to reach
decisions and how comfortable they felt asking for
help.
 If you’re hiring for a technical role, ask questions
relevant to the work your future hires will do.
Technical problem-solving interview questions, like
“How would you troubleshoot this X bug?” will reveal
your candidates’ hard skills and their ability to
effectively address problems on the job.

Red flags

 No answer. If a candidate can’t recall an example of a

problem they faced in a previous position, that’s a
sign they may avoid dealing with difficult situations.
Canned answers. A generic answer like “Once, I had
to deal with a customer who complained about the
pricing. I managed to calm them down and closed the
 deal,” doesn’t offer much insight about the
candidate’s thought process. Ask follow-up questions
to get more details.
 Focus on the problem, not the solution. Identifying
the problem is one thing, but finding the solution is
more important. Candidates who focus too much on
the problem may be too negative for the position.
 Feeling stressed/uncomfortable. It’s normal to feel
slightly uncomfortable when put on the spot. But, if
candidates are so stressed they can’t answer the
question, that’s an indicator they don’t handle
stressful situations well.
 Superficial answers. Candidates who choose the easy
way out of a problem usually don’t consider all
aspects and limitations of the situation. Opt for
candidates who analyze the data you’ve given them
and ask for more information to better dig into the
problem.
 Cover up the problem or minimize its significance.
Unaddressed problems could quickly escalate into
bigger issues. Employees who leave things for later
mightn’t be result-oriented or engaged in their jobs.
 In conclusion, problem-solving interview questions
provide valuable insights into candidates’ abilities to
approach challenges, think critically, and provide
effective solutions. By asking these questions and
considering the tips provided, you can assess
candidates’ problem-solving skills and make informed
hiring decisions that align with your organization’s
needs.